One of the head honchos at a local hospital (a BIG university-affiliated teaching hospital) is coming to our small community college to discuss with all of us nursing instructors the "merits" of PBDS. This exec also wants to "brainstorm"with us the possible reasons why many of our new RN graduates are performing so "poorly" on the PBDS (like I'm loosing sleep over this
). This lady wants to offer our school "pointers" on improving the scores--suggestions on how we might "improve" our teaching methods or "conform" our curriculum to the PBDS mold. I am open to all suggestions of improvement (being a novice ADN instructor myself); however, something about this whole PBDS movement irks me to the core. I need to know--from some of you knowledgeable RN's out there--your perspective on PBDS. Is it a valuable way to measure competency or just another burden and hoop for the nurses to jump through in order to make the hospital "look good" on paper? Is it truly research based, reliable and valid??? Does anyone know the sources of Del Bueno's research??? (Need some ammo for this lady's visit)
Sep 24, '02
We just started using the PBDS system to evaluate new hires, and "individualize" our orientation. It stands for Performanced Based Development System. It supposedly helps to identify weak areas. It seems to me to be just an expensive method to make new hires more nervous. It takes almost 2 weeks to get the results back, and if I haven't been able to identify an orientees strengths and weaknesses by that time, I should not be a preceptor. The cost is much more than it is worth IMO.
Last edit by RNinICU on Sep 25, '02